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I will pay for the following article Managing Employee Relations in Today's Firms. The work is to be 8 pages with three to five sources, with in-text citations and a reference page.
I will pay for the following article Managing Employee Relations in Today's Firms. The work is to be 8 pages with three to five sources, with in-text citations and a reference page. Employee relations have experienced several changes with the rise, decline of unions and the implementation of other forms of management techniques. The unions in their rise were illegal and had unorthodox methods of communicating with the employers, mostly via violence. To gain political mileage the unions were supported and integrated into legislation in the 1900s. Workers union were the largest change to impact employee relations, in the political excerpt, causing indulgence of employee-employer relations into acts of governance to protect every party. . Unions impacted on politics based on the collective power member had and the power therein in swinging the vote.
The workers in British society, as it is with other societies, have always influenced political ambitions. In politics, the aim involved is getting the majority vote and this can only be obtained by having favor with different groups. Different workers and their categories can easily influence the vote of a given region by aligning with a particular context that favors them. This is the case with governance in the UK with trade unions have been initially illegal, legalized and then instituted in the constitution such that workers favored the governance that provided rights and better working terms and conditions.
In the economic sense, managing employee relations experienced changes through the growth of the Human Resource Management programs. The unions were vessels in which the employees made their demands. At first, the unions were destructive and mostly were expensive to the economic sector, with destruction and looting of property. Legalizing the unions saw members initialize a standard under which employee relations were approached in groups as opposed to individuals. Adoption of different employee relation strategies in the twentieth century, abandoning of unions, allowed the employers to make bargains with individual employees based on their capacities and responsibilities (Hardy and Leiba-O’Sullivan, 1998, p. 455). Economically, agreements with individuals are less costly compared to having to strike deals with unions. .
